If you’re still holding job interviews the traditional way then keep reading because it’s time to up-skill. Unsure if you fit into this category? Well here’s an easy way to work it out – if you still call them job interviews then yep you’re doing it old school. It’s time to slip into a growth mindset and learn something new for the day.

Changing a company culture requires adjustments at every point in the employee lifecycle. From how you position your company in the job advert to the first meeting with a candidate. It gives candidates good insight into how genuine the company is about its culture and it helps you attract like-minded people from the outset. So where are you going wrong and what can you do better?

I’ve made it easy for you with a few simple do’s and don’ts when it comes to meeting candidates in today’s workplace. Best of all, these are changes you can make for free, that are easy to remember and that will make a big impact on how potential employees perceive your business.

  • DO call it a ‘meeting’, not an interview. Sure, you want to interview the candidate, but they also want to know more about you. It’s culture fit that counts for both parties so call it what it is – a meeting to get to know each other better.  If you call it an interview you set the expectation that the candidate will sit there and answer your questions and – more often than not – at the point when you’ve run over time, you’ll ask if they have any questions. This format limits the flow of two-way information sharing and is a wasted opportunity. Candidates are just as interested to hear about your company, the values, the vision, the culture, as much as you’re interested in them.  Use this meeting as an opportunity to get to know each and see if your motivations align.


  • DON’T ask a candidate what their current salary is. Basing job offers on what people were earning before they joined your company could cause pay discrepancies within your business.  This is particularly relevant in New Zealand where on average, a woman earns 9.3 per cent less than a man. Take a leaf out of brewing company Lion Nathan’s book – they announced this week that they have stopped asking job applicants about their current salary at interviews for this very reason – they believe the question “preserves the gender pay gap” and they take the approach that they’ll pay what the job is worth. As an employer you should be aware of market rates for roles you’re looking to fill and use that as your baseline to determine what you’re willing to offer and any extra price you’re willing to pay for additional soft skills and qualifications.


  • DO ask candidates about their preferred work environment. Whether they prefer to work in a traditional office, an open plan office or to work from home… now is the time to find out. Technology has changed the way we work.  Millennials for example are accustomed to working with mobility and in collaborative environments.  Everyone will have an individual preference on their ideal work environment, and this is something you should be aware of as an employer.  It also gives you a chance to clarify the work environment in your business to make sure the partnership with your new team member is a long and happy one.

Each change starts with one small step.  Start by ditching the interview and calling it a meeting and you’re already on your way!

If you need a hand with culture change or recruitment contact the team at Freerange Works on 0800 04 FLEX for a free consultation.